Making critical people management decisions is a highly complicated HR process. The business world gets more complex, and we need to gather many information and opinions than we have collected before. Just after that we can proceed to the next step in the strategic decision-making procedure. The HR Analyst become the critical member of the HR team so that she can support all the decision with the predictive analytics. However, we usually miss the bright analysts in our teams. It takes a time to develop a new one. It is also difficult to steal one from the competitor. They are usually well salaried, and the HR team takes care not to lose them.
Today, the business is too complex to make just gut-feeling decisions. Emotions often spot the right director, but the HR leader needs to support all proposals with correct information and data. That is the role of the HR Analyst to gather right pieces of evidence. She needs to ensure the HR leader has compelling information to attract the rest of the leadership team.
Moreover, there is always the competitiveness issue. Finding the best mix of compelling HR practices to gain the competitive advantage is difficult. The HR leader has to choose the right opportunities that will be attractive to employees and job applicants. Most organizations tend to be the average ones; becoming the one unique pains. However, the HR Analytics can explore potential organizational areas where the company can excel at low costs.
The modern business requires decisions backed by the predictive analytics. Human Resources plays no exception in this. The HR leader cannot just monitor the past development; she also needs the forecast of the future. The HR Management Team can implement business improvements that are recommended by the HR Analyst as the most impactful. Well-defined HR KPIs will automatically navigate the HR team to look for the best development opportunities. They just need a small help from the analytics guy.
The HR Analyst has the role profile that never existed in Human Resources before. The core HR skills and competencies were always about communication, people management, leadership style, and negotiations. The analytics competencies were never critical. It is not just about analytical skills; it is also about forecasting and strategic thinking competencies.
The analyst can choose from many data to analyze. However, she needs to identify best target areas quickly. Even this position is about impactful outcomes; it is not about tons of Microsoft Excel sheets. She needs to have extraordinary communication skills. She needs to discuss with HR Manager and identify issues as they talks. HR Managers usually do not spot the problem clearly; the analysis can help them to target the right solution.
We have the issue that it was difficult to attract analysts from other departments. Human Resources has no a great name in the business when it comes to numbers. We never follow the same methodology, and we always have to explain what is the content. The HR Analyst is an excellent person to provide stable, agreed and approved definitions for all KPIs. However, our instability makes the recruitment of an analyst a mission impossible. Internal transfers are blocked because no one sees it as a great career advancement opportunity.
There is the only way how to attract new analysts to Human Resources. We have to change HR rigors. Numbers must become a part of our job; we have to care about budgets, plans, and overall business development. That is the only way how we can attract new analytical guys and finally – implement HR BIG DATA.